Larry Polhill – 3 Key Reasons Why Manager Need Exceptional Interpersonal Skills

Officials of prominent corporate enterprises take great care in interviewing potential candidates for managerial roles. Their objective is to hire only the right people for the job. During the screening process, they evaluate the individuals’ technical knowledge, aptitude, and relevant experience. However, many industry experts say this is not enough. These aspirants need other inherent qualities in order to become exceptional leaders. This is where interpersonal skills come into the picture. Only then can they interact, motivate and create effective teams from a group of employees. This is a fact which the top brass of large companies cannot afford to ignore.

Larry Polhill – Why Should managers have exceptional interpersonal skills?

Larry Polhill is one of the most popular individuals in the American business community. This expert specializes in many diverse fields like corporate mergers, acquisitions, business finance, and real estate management. In his illustrious career span over a period of 30 years. During this time, he has been able to turn around the fortunes of many mid-size companies. These include Café Valley, American Pacific Financial Corp., Inventure Foods, Inc. and Arrowsight Inc. In such organizations, he has held the positions of Director, Chief Executive Officer, Chairman, and President.

In the opinion of this popular business expert, all managers need to very good interpersonal skills. Only then can they be proficient in their jobs. He points out the following 3 important reasons for having such qualities:

  1. Resolve potential conflicts

Conflicts can arise in workplaces for a variety of reasons. The common causes are misinformation, undefine job profiles, increase in workloads, unfair treatment, and inadequate training. This creates a hostile environment which is a reduction in labor productivity and a waste of resources.  Only a manager with exceptional interpersonal skills can prevent such situations from occurring. He/she is in a position to listen to the grievances of respective parties and resolve the issues.

  1. Take on the responsibility of building up group commitment

Managers cannot do their job by sitting behind a desk and issuing orders to their subordinates. They need to take responsibility for the actions of a group of employees they lead. This is where group commitment comes into the picture. These individuals need to convey to such workers what they expect of them. If the need arises, these professionals should be able to motivate such personnel.

  1. Criticize and convey praise wherever necessary

All managers understand the need to criticize their workforce wherever necessary. Normally such situations arise when the individual members’ performance is not up to the mark. However, they need to be careful in the way they convey their message. The last thing they want to do is demotivate them. It can be bad for their personal development. This is where good communication skills can help them out. At the same time, such professionals should know how to praise their subordinates. This happens when such individuals exceed their expectations.

According to popular business consultant in America Larry Polhill, good managers are an asset to any lucrative business concern. Entrepreneurs and officials of large companies can see the results of their action on establishments’ bottom-line profits. They need to ensure the candidates they select for the posts have adequate interpersonal skills. The above 3 important reasons should be enough to tell them why this is necessary.

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